| The literature on earnings disparity between Black and White Americans predominantly uses a quantitative approach to examine the phenomenon in private sector organizations. Very few studies have explored the subject in a military setting and from a qualitative approach, that is, from the lived experiences and perceptions of Black Americans themselves. The promotion rate for Black officers to the rank of major in the U.S. Army lags behind their White counterparts. Promotion rate is used in the present study as a proxy for earnings. Thus, the purpose of this study was to elicit the perceptions of 12 Black finance officers on factors that impacted their promotion in the U.S. Army. Guided by human capital, expectancy, and equity theories, the study involved research questions related to perceptions of how socioeconomic background, educational preparation, and race affected promotion. Data for the study came from participants' completion of a 45-item survey, individual interviews, and participants' Officer Record Briefs. Using a cross-case strategy, analysis of the data employed axial coding to develop concepts and relationships among the codes. Five themes emerged from the data analysis: (1) fair promotion board process, (2) participants' work ethic, (3) inaccurate performance evaluation reports, (4) lack of mentors, and (5) racism. The themes suggested that participants perceived there might be race specific determinants for promotion in the Army. The Army can use the results of this study to effect positive social change by implementing policies that remove systemic barriers to the advancement of minorities. |
